The 10 Deadly Sins of Employee Surveys

Employee surveys have received a great deal of criticism lately from both consultants and employers. “They don’t work” and “They’re a waste of time” are common complaints. Yet, when investigated, many of these complaints have to do with bad surveys rather than good ones. Many employee surveys are not conducted according to best practices, as informed by nearly 100 years of psychometric theory and survey methodology. Then, when the desired results are not achieved, employee surveys are categorically viewed as flawed and of little value. Essentially, we often don’t know what we don’t know about good survey methods.

Dr. Fairlie, an HR professor and consultant, will present the 10 deadly sins of employee surveys, and how these can be atoned for through best practices. The webcast will be evidence-based, as informed by published research, with little hearsay, opinion, or folk wisdom. When done well, employee surveys can be a powerful tool for diagnosing complex organizational problems, discovering strengths, and establishing competitive advantage.

In addition, you will learn about:

•       Suggestions for employee surveys practices;
•       How you’ll miss finding the real issues over 50% of the time when you commit the deadly sins;
•       The strongest workplace drivers (which are ignored on most surveys);
•       Why it’s not all about employee engagement;
•       The value of surveys over other data-gathering methods;
•       A better method of benchmarking than comparing yourself to other employers;
•       How HR can argue their case and wow other functions with defensible, diagnostic reporting.

This session will be beneficial for HR professionals and other leaders who want the facts and best practices around employee surveys.

HR professionals and other leaders who want the facts and best practices around employee surveys.

Suggestions for employee surveys practices

• How you’ll miss finding the real issues over 50% of the time when you commit the deadly sins
• The strongest workplace drivers (which are ignored on most surveys)
• Why it’s not all about employee engagement
• The value of surveys over other data-gathering methods
• A better method of benchmarking than comparing yourself to other employers
• How HR can argue their case and wow other functions with defensible, diagnostic reporting

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